Jerry Talesfore's Email & Phone Number

💼 Past Experience

Jerry Talesfore has worked in a number of different positions in Talent Acquisition, and has firsthandknowledge of how to acquire the best talent for your company. Jerry’s extensive background, combined with his Akamai experience, will help you to identify the best employees for your company.Jerry has a deep understanding of the Technology Business, and has worked on a number of different projects in this field. This gives him the ability to develop strategic hiring plans and relationships with the best talent.Jerry is also a great believer in diversity and working together to ensure that all employees in your company have the opportunity to apply and have an impact. He is also a great asset to your company due to his strategic planning and implementation abilities.If you are looking for a talented and experienced individual to work with you in Talent Acquisition, Jerry is the perfect fit. He will help you to identify the best candidates for your company and develop strategies to bring them on board. He is also a great listener and will be able to provide support on a variety of tasks.

🎓 Education

Jerry Talesfore has a Bachelor’s Degree in Business Administration and Management from the University of Phoenix. He also has a General at University of Phoenix.

💡 Technical & Interpersonal Skills

Jaktoobs: Jerry,What Furthermore Could I Do To Achieve Employment Branding And Technical Enabled Success?Jerry,There are a few things you could do to help achieve employment branding and technical enabled success. These include:1. Create and maintain a strong pipeline of passive talent in a highly metrics-driven organization.2. build cross-functional calibration across the globe to ensure the appropriate talent we bring on have an impact to our value proposition, “committed to developing ground breaking advances in spinal cord stimulation, which may make a meaningful difference in the lives of patients suffering with chronic pain.”.3. partner with Senior Leaders on reporting status updates weekly.4. increased employee input on product development and service roadmap.5. sourced, recruited and closed candidates (Individual level, Directors, V/P's) through direct sourcing techniques (cold calling, social media engagements, etc.), managed vendor relationships, head count report generation, supported HRBP staff on projects (compensation analysis, workforce management, onboarding, etc.), ensured in compliance from a talent acquisition perspective, CRM engagements, lead on University Relations.6. develop competitive compensation offers from soup to nuts, support HRBP community and clients to ensure a full and complete understanding of staffing/recruiting process, policies, and best practices.7. increased employee input on product development and service roadmap.8. partner with Human Resources Department on development of employee Gurus and training material.9. stay up-to-date on latest key industry trends and continue to learn new and exciting technologies. growth hacking for any organization, Jerry,Thank you for your time.